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close this bookABC of Women Workers' Rights and Gender Equality (ILO; 2000; 124 pages)
View the documentThe International Labour Organization
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View the documentPreface to the earlier ABC of women workers' rights
View the documentPreface to the new ABC of women workers' rights and gender equality
Open this folder and view contentsIntroduction: Labour standards promoting women workers' rights and gender equality (Ingeborg Heide1)
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View the documentAccess to employment
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View the documentAffirmative (positive) action
View the documentAgricultural and other rural workers
View the documentAppraisal and evaluation
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View the documentOther ILO publications
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Appraisal and evaluation

Job appraisal and evaluation mean the logical determination of the relative value of individual jobs in an organization for such purposes as wage determination and promotion.

Job appraisal and evaluation should be regularly conducted on a schedule known and equally applied to all employees so that women workers are not subjected to more intense or frequent scrutiny. The assessment criteria should be objective, related to the functions of the job, and applied on equal terms to all employees. Supervisory staff and employees should be informed about and trained on evaluation and appraisal criteria.

Various types of methodology are used. The analytical job evaluation system compares jobs against pre-selected objective factors such as skill, effort, responsibility and working conditions. There is growing consensus that analytical job evaluation methodology is the most practicable method of ensuring the application of the principle of equal remuneration.

Work typically done by women is often under-evaluated. Job evaluation criteria should therefore be reviewed and revised to ensure that they do not, directly or indirectly, discriminate against women workers. The criteria selected should be broad enough to encompass factors that adequately measure the specific aspects of women's and men's work. Care work or teaching, for instance, should not generally be regarded as less valuable than work requiring physical strength.

C. 111: Discrimination (Employment and Occupation), 1958
R. 111: Discrimination (Employment and Occupation), 1958
C. 100: Equal Remuneration, 1951
R. 90: Equal Remuneration, 1951

→ see also Equal remuneration (pay)

 

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